11th Annual Strategic HR Summit: Leadership Development, Talent Management & Recruitment
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Past Speakers
SEE THE PREVIOUS SPEAKERS & CASE STUDIES
CASE STUDY
Creating a Long-Term Journey Towards a Diverse and Inclusive Workplace
As with any important change, the journey towards an inclusive and diverse workplace takes time: people have to start thinking and acting differently, and this may require a longer path. Also, the company has undertaken its organisational journey, modifying its processes and rewarding positive behaviours. In this presentation, Pirelli will present its recently undertaken long-term action plan which involves a variety of programmes, tools, and processes.
The presentation will cover the below HR management drivers, which have been consistently redesigned and implemented to support the company’s journey towards an increasingly inclusive and diverse workplace, such as:
- 01A new Diversity, Equity and Inclusion global policy
- 02Awareness campaigns and programmes
- 03New specific learning paths for managers
- 04Rewarding systems consistently redesigned
- 05Recruitment and Internal development processes
- 06New Welfare guidelines and plans
- 07Dedicated DE&I KPI monitored at a global level
CASE STUDY
From Burnout to Balance: Proactive Measures, Training Programs, and Resources to Support Mental Health to Prevent Employee Overwhelming
In today’s fast-paced and demanding work environment, the well-being of our employees is of utmost importance. Burnout and feeling overwhelmed can have significant negative impacts on both individual and organisational levels. However, by taking proactive steps and providing the right support, we can create a healthier and more balanced workplace. In this presentation, we will explore key strategies, training programs, and resources that can empower organisations to address challenges head-on and foster a culture of mental well-being.
- 01Understanding Burnout: Learn to recognise the signs and symptoms of burnout, such as emotional exhaustion, decreased productivity, and increased cynicism, to proactively address issues before they escalate.
- 02Proactive Measures: Discover a range of proactive measures that organisations can implement, including flexible work arrangements, stress management programs, and mindfulness initiatives, to prevent burnout and promote work-life balance.
- 03Training Programs: Explore effective training programs that can equip employees and managers with the necessary skills to manage stress, set boundaries, and foster a supportive work environment.
- 04Resources for Support: Identify valuable resources, both within and outside the organisation, that employees can access to seek help and support when facing mental health challenges.
- 05Cultivating a Culture of Well-being: Understand how to create a workplace culture that prioritises.
CASE STUDY
Inclusive Workplace & Work Life Imbalance
After a brief presentation on the pharma generics market B2B and the changing environment, we will focus on understanding the customer journey, different points on interactivity, and how a customer-centric approach will change the dynamics of partnerships.
- 01Customer journey
- 02Interactivity across the cycle
- 03Customer centricity on generics landscape
- 04B2B strong relationships in data-driven decision-making environment
CASE STUDY
21st Century Human Insight (& the Death of “Assessment”)
We no longer live in a top-down world where employees accept the idea of being “assessed” without question. So, how can organisations optimally leverage psychometric/behavioural data in a way that aligns with company values, such as empowerment, inclusion, trust and transparency? In this session, learn about Prescient, the new in-house approach at Lloyds Banking Group, designed to put the dark days of assessment behind us and usher in the era of human insight.
- 01Moving to a multi-method, multi-trait and multi-stakeholder approach
- 02Introducing the Prescient methodology that leaves few stones unturned
- 03In-housing & scaling up a draw-down, self-service model intended to empower
- 04Anchored in deep expertise to safeguard employees and their personal data
CASE STUDY
Courageous Leadership — What HR Should and Should Not Do
Courageous leadership is a key success factor for high-performing businesses. Leaders who demonstrate the right level of courage through vulnerability, decision-making, diversified thinking, asking for feedback and listening are the ones who will be successful and thrive. The role of HR is to coach leaders but leave them the space to make their own mistakes. The role of HR is not to lead the teams leaders should lead…
- 01Instagram vs. Reality
- 02Case Study: Operationalising Omnichannel
- 03Case Study: Anatomy of an Omnichannel Journey
CASE STUDY
Creating a Long-Term Journey Towards a Diverse and Inclusive Workplace
As with any important change, the journey towards an inclusive and diverse workplace takes time: people have to start thinking and acting differently, and this may require a longer path. Also, the company has undertaken its organisational journey, modifying its processes and rewarding positive behaviours. In this presentation, Pirelli will present its recently undertaken long-term action plan which involves a variety of programmes, tools, and processes.
The presentation will cover the below HR management drivers, which have been consistently redesigned and implemented to support the company’s journey towards an increasingly inclusive and diverse workplace, such as:
- 01A new Diversity, Equity and Inclusion global policy
- 02Awareness campaigns and programmes
- 03New specific learning paths for managers
- 04Rewarding systems consistently redesigned
- 05Recruitment and Internal development processes
- 06New Welfare guidelines and plans
- 07Dedicated DE&I KPI monitored at a global level
CASE STUDY
From Burnout to Balance: Proactive Measures, Training Programs, and Resources to Support Mental Health to Prevent Employee Overwhelming
In today’s fast-paced and demanding work environment, the well-being of our employees is of utmost importance. Burnout and feeling overwhelmed can have significant negative impacts on both individual and organisational levels. However, by taking proactive steps and providing the right support, we can create a healthier and more balanced workplace. In this presentation, we will explore key strategies, training programs, and resources that can empower organisations to address challenges head-on and foster a culture of mental well-being.
- 01Understanding Burnout: Learn to recognise the signs and symptoms of burnout, such as emotional exhaustion, decreased productivity, and increased cynicism, to proactively address issues before they escalate.
- 02Proactive Measures: Discover a range of proactive measures that organisations can implement, including flexible work arrangements, stress management programs, and mindfulness initiatives, to prevent burnout and promote work-life balance.
- 03Training Programs: Explore effective training programs that can equip employees and managers with the necessary skills to manage stress, set boundaries, and foster a supportive work environment.
- 04Resources for Support: Identify valuable resources, both within and outside the organisation, that employees can access to seek help and support when facing mental health challenges.
- 05Cultivating a Culture of Well-being: Understand how to create a workplace culture that prioritises.
CASE STUDY
21st Century Human Insight (& the Death of “Assessment”)
We no longer live in a top-down world where employees accept the idea of being “assessed” without question. So, how can organisations optimally leverage psychometric/behavioural data in a way that aligns with company values, such as empowerment, inclusion, trust and transparency? In this session, learn about Prescient, the new in-house approach at Lloyds Banking Group, designed to put the dark days of assessment behind us and usher in the era of human insight.
- 01Moving to a multi-method, multi-trait and multi-stakeholder approach
- 02Introducing the Prescient methodology that leaves few stones unturned
- 03In-housing & scaling up a draw-down, self-service model intended to empower
- 04Anchored in deep expertise to safeguard employees and their personal data
CASE STUDY
Inclusive Workplace & Work Life Imbalance
After a brief presentation on the pharma generics market B2B and the changing environment, we will focus on understanding the customer journey, different points on interactivity, and how a customer-centric approach will change the dynamics of partnerships.
- 01Customer journey
- 02Interactivity across the cycle
- 03Customer centricity on generics landscape
- 04B2B strong relationships in data-driven decision-making environment
CASE STUDY
Courageous Leadership — What HR Should and Should Not Do
Courageous leadership is a key success factor for high-performing businesses. Leaders who demonstrate the right level of courage through vulnerability, decision-making, diversified thinking, asking for feedback and listening are the ones who will be successful and thrive. The role of HR is to coach leaders but leave them the space to make their own mistakes. The role of HR is not to lead the teams leaders should lead…
- 01Instagram vs. Reality
- 02Case Study: Operationalising Omnichannel
- 03Case Study: Anatomy of an Omnichannel Journey
CASE STUDY
From Burnout to Balance: Proactive Measures, Training Programs, and Resources to Support Mental Health to Prevent Employee Overwhelming
In today’s fast-paced and demanding work environment, the well-being of our employees is of utmost importance. Burnout and feeling overwhelmed can have significant negative impacts on both individual and organisational levels. However, by taking proactive steps and providing the right support, we can create a healthier and more balanced workplace. In this presentation, we will explore key strategies, training programs, and resources that can empower organisations to address challenges head-on and foster a culture of mental well-being.
- 01Understanding Burnout: Learn to recognise the signs and symptoms of burnout, such as emotional exhaustion, decreased productivity, and increased cynicism, to proactively address issues before they escalate.
- 02Proactive Measures: Discover a range of proactive measures that organisations can implement, including flexible work arrangements, stress management programs, and mindfulness initiatives, to prevent burnout and promote work-life balance.
- 03Training Programs: Explore effective training programs that can equip employees and managers with the necessary skills to manage stress, set boundaries, and foster a supportive work environment.
- 04Resources for Support: Identify valuable resources, both within and outside the organisation, that employees can access to seek help and support when facing mental health challenges.
- 05Cultivating a Culture of Well-being: Understand how to create a workplace culture that prioritises.
CASE STUDY
21st Century Human Insight (& the Death of “Assessment”)
We no longer live in a top-down world where employees accept the idea of being “assessed” without question. So, how can organisations optimally leverage psychometric/behavioural data in a way that aligns with company values, such as empowerment, inclusion, trust and transparency? In this session, learn about Prescient, the new in-house approach at Lloyds Banking Group, designed to put the dark days of assessment behind us and usher in the era of human insight.
- 01Moving to a multi-method, multi-trait and multi-stakeholder approach
- 02Introducing the Prescient methodology that leaves few stones unturned
- 03In-housing & scaling up a draw-down, self-service model intended to empower
- 04Anchored in deep expertise to safeguard employees and their personal data
CASE STUDY
Inclusive Workplace & Work Life Imbalance
After a brief presentation on the pharma generics market B2B and the changing environment, we will focus on understanding the customer journey, different points on interactivity, and how a customer-centric approach will change the dynamics of partnerships.
- 01Customer journey
- 02Interactivity across the cycle
- 03Customer centricity on generics landscape
- 04B2B strong relationships in data-driven decision-making environment
CASE STUDY
Courageous Leadership — What HR Should and Should Not Do
Courageous leadership is a key success factor for high-performing businesses. Leaders who demonstrate the right level of courage through vulnerability, decision-making, diversified thinking, asking for feedback and listening are the ones who will be successful and thrive. The role of HR is to coach leaders but leave them the space to make their own mistakes. The role of HR is not to lead the teams leaders should lead…
- 01Instagram vs. Reality
- 02Case Study: Operationalising Omnichannel
- 03Case Study: Anatomy of an Omnichannel Journey
Ahmed Nasr
Operations Director Egypt and Director Milk Africa & Turkey
Khaled Elsharkawy
Integrated Supply Chain Senior Director
Mueen Uddin Siddique
Senior Director – Access Network Procurement
Shannon Hore
Senior Vice President Procurement and Logistics
Sandeep Sharma
Director Group Procurement & International Markets Supply Chain
Hottest topics
LOOK AT THE TOPICS THAT WERE DISCUSSED
- 01From Burnout to Balance: Proactive measures, training programmes, and resources to support employees’ mental health and prevent overwhelming
- 02Creating a long-term journey towards a Diverse and Inclusive workplace
- 03Why are upskilling and reskilling so critical now?
- 04Bridging the gap between traditional leadership skills and digital competencies
- 05The impact of RPA on automating routine HR processes
Testimonials
What our users say about our conferences
Exceeded my expectations in terms of quality of presentations — various backgrounds from presenters and participants.
Swarovski
Head of Global Talent Acquisition
Good coverage of various industries, very useful. Many opportunities for networking.
Swedbank
SVP, Leadership & Talent Management
Perfect organisation, interesting content. Overall, very useful, I have met very interesting people.
O-I
Director, Talent Management and Organisation Development – Europe
Honoured that I had the opportunity to exchange experiences with regards to business-driven HR transformation.
Toyota
HR Director
Exceeded my expectations in terms of quality of presentations — various backgrounds from presenters and participants.
Swarovski
Head of Global Talent Acquisition
Good coverage of various industries, very useful. Many opportunities for networking.
Swedbank
SVP, Leadership & Talent Management
Perfect organisation, interesting content. Overall, very useful, I have met very interesting people.
O-I
Director, Talent Management and Organisation Development – Europe
Honoured that I had the opportunity to exchange experiences with regards to business-driven HR transformation.
Toyota
HR Director
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